Organisational culture.

Creating inclusive and psychologically safe workforces.

A people-first culture.

What does this mean for you?

Reinventing company culture has become a top priority for every organisation; where every individual feels cared for and respected from the top level to the bottom. It’s about clear vision, strong values, taking care of your employees and, arguably most importantly, creating an autonomous environment, where employees’ decisions are respected and they work collaboratively with trust.

We have created culture and engagement initiatives for small teams through to large, multi-site organisations, and we pride ourselves on keeping bang up-to-date with industry trends. So, our consultants are well equipped to support you with exactly what’s right for your organisation, to get your culture exactly right. 

People First Culture
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Employee voice

First things first, you need to hear what your employees are saying, before deciding how to tackle any opportunities. We will work with you to implement appropriate employee feedback measures, if you don’t already have them in place. There are lots of survey tools on the market and we can help you decide what’s right for you. We can also plan and lead focus groups and in-house research to ascertain your key areas of opportunity, so your employees have a clear voice, feeding into your engagement strategy.

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Targeted initiatives

No matter how forward thinking your organisation, things evolve. Once we have identified your areas of opportunity, we will work with you and your teams to create a plan of engagement initiatives to boost your employee's happiness at work. This could include anything from flexible working arrangements, diversity & inclusion initiatives, creating a culture with the human touch, or looking after your employee wellbeing and mental health. We will support you to create a holistic plan that pulls together your strategic organisational objectives and your HR and L&D strategies.

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With a plan in place, we can support you to create a clear communication plan. We will help you consider how to position and deliver key messages as well as what to consider in the way of regular touch points to keep employees informed.

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Once you’ve communicated your commitments, it’s essential you keep to your promises. We can support you as little or as much as you need, dependent on your in-house resources. And, because we’re experts in HR and L&D, we can support across all areas.

Your people are everything.

Let’s create a culture for tomorrow’s world, today.

Redefining the 'human' in HR
Compassionate leaders, high in emotional intelligence.

Employees feel valued, respected, heard & cared for.

Embracing flexibility
Supporting agile and hybrid working.

Diversity & inclusion
Embracing individuality and psychological safety.

Cultural intelligence
A culture of understanding & appreciation for diffferences.

Workplace wellbeing
Supporting your people's wellness at work.

Ready to make a difference?

How can we help?

As little or as much as you need us.

Shifting an organisational culture takes time and a good dose of expertise. You can count on us to support you whatever your needs. Get in touch today and our expert consultants will talk things through with you, understand your business challenges and make recommendations for what’s right for you. 

We’ll work with you to shift your culture for the better, whether that’s a small shift in a team’s understanding of inclusion or wellbeing, or a more substantial shift across a large organisation, we’ve done it all!

Mental Health in Work Place

Embracing flexibility.

Supporting agile and hybrid working.

Work life integration is not a new concept, but the need to meet it is higher than ever. Having all gone through a world-wide ‘working from home experiment’ there’s now a once in a generation opportunity to embrace the learns from this and define the future of workplace flexibility.

Pre-pandemic, studies showed that 70% of employees globally, worked remotely at least once a week. Since then 88% of people who were working at home during the pandemic, have said they wish to continue doing so, and 47% said they want to work at home more, or all the time. 

What’s more, 75% of employees report increased productivity working at home, and 71% report reduced levels of stress from not commuting. Hybrid and remote working is effective and it’s here to stay. 

How can we help?

  • Facilitated sessions to explore ‘ways of working’ best practice.
  • Getting the most out of remote technology, such as Microsoft Teams.
  • Our Remote Control course to support managers in effectively managing remote teams.
  • Our Psychological Safety course that explores creating teams where flexibility and adaptability to each individual is embraced.
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Redefining the 'human' in HR.

Compassionate leaders, high in emotional intelligence.

Despite technology, people still inherently seek compassion, appreciation, and belongingness.

Emotional intelligence (EQ), cultural intelligence (CQ) and adaptability intelligence (AQ), are fast becoming critical skills for managers and employees alike. Whilst we must embrace technology, we must not eliminate the need to form interpersonal bonds with our employees through compassionate leaders.

How can we help?

  • Emotional Intelligence or EQ training to develop skills around self awareness and awareness of others.
  • Our curated Emotional Intelligence eLearning.
  • Our Culture Vulture course that explores how to create a great place to work, with values and purpose at it’s centre.
  • Our Cultural Intelligence or CQ course explores the skills and knowledge needed to allow leaders to embrace, build and prosper in culturally diverse situations.
  • Facilitated team days to explore your team values, get to know each other and learn how you can work together and support each other. 
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Diversity & inclusion.

Embracing individuality and psychological safety.

When people from different walks of life come together, they offer a fresh perspective, new ideas, and form a more innovative and forward-thinking workforce.

What’s more, new-age employees expect organisations to embrace their individuality and create an environment where everyone can truly be themselves.

How can we help?

  • Our All Inclusive course which introduces equality, diversity and inclusion and the benefits and risks to organisations, as well as how to actively promote a diverse workforce.
  • Our Inclusive Hiring eLearning and our Diversity & Inclusion eLearning.
  • Training around creating an environment of Psychological Safety and what this entails.
  • Considering your recruitment strategies, or equipping managers with interviewing skills.
  • Creative thinking sessions, or team building sessions to explore people’s differences and build psychological safety.
Mental Health in Work Place

Workplace wellbeing.

A moral responsibility. And an operational must.

Employees spend a huge amount of their waking hours at work. The work environment and culture have a lot to do with their health, and this has a direct impact on productivity and performance.

Offering a sound corporate wellness programme is a operational responsibility as well as a moral one.

How can we help?

Explore more.

Want to learn more? We've selected the most relevant further reading and listening from our resources library. Explore our work in action, read articles from our experts or listen to our webinars and podcasts.

The 4Ps of Candid Conversations


The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement


When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument


Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model


Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership


Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types


Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model


We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership


Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation